Before you rush to share your job vacancy and start trying to recruit a new employee, take the time to set the foundation for the job.
Designing the job and setting the needs in the very beginning of the recruitment process will save you a lot of time in the long run. Think of it as creating a blueprint for the job. If you put the thought and time into the job design, finding the right talent will go more smoothly because you'll know exactly what to look for. Not only is it vital to the hiring process, it's also a key tool to maximize employee performance.
When you set the foundation, you should also establish a purpose, goals, characteristics of the job, and its relationship with other jobs. Identify what behaviors, attitudes, and skills you want to obtain from a colleague. These should all fall in line with your organization's culture, norms, and values.
Feeling confused on where to start?
Start by answering the following questions:
1. Why are you creating the job?
- What is the problem or opportunity that has caused you to consider creating a new job?
- What are you hoping to achieve?
- What issues are you trying to solve?
- What tasks are you trying to accomplish?
2. Is it possible to develop an already existing job instead of creating a new one?
Many times, job redesign is a better and more efficient way to create a new job. Consider whether it is possible to change or develop an already existing job in order to manage an increased or changing need from the organization.
Is it possible to combine two different jobs into one?
1. What is the desired outcome of the job?
Once you have identified why you should focus on how the job will solve the problem or fulfill an opportunity.
What value will the job add?
2. What job will the new job report to?
Make sure that you understand the hierarchical structure of the organization.
3. How does the new job relate to other jobs within the organization?
- What synergies are you trying to create?
- Do you see any potential overlap in responsibilities and therefore, risks of confusion and conflict?
- What are key stakeholders within the organization that the job holder needs to cooperate with to be successful?
I know, a bit cliché, but to lead an entire organization in the same direction, you should set goals. It'll make it easier for the entire organization to work toward the same goal and achieve successful business outcomes. The goal should determine what "product" the job delivers to the group goals.
Think: What is the "product" that this job delivers to this goals?
Decide On A Job Title
When you have answered the questions above and set clear goals for the job, you have a good foundation for setting a job title for the job you are designing.
A job title can describe the responsibilities of the position, the level of the job, or both. For example, job titles that include the terms - executive, manager, director, chief, supervisor, etc. are typically are used for management position job titles.
Other job titles reflect what the person does on the job - accountant, social media specialist, programmer, editorial manager, guest services coordinator, mechanic, etc.
You should make the job title descriptive and clear so that it is intuitively possible to get a basic understanding of the person's responsibilities by just seeing the title. This will also help to understand organizational and hierarchical relations within a business.
Write a Job Description
Writing a job description is a very important step in the job design process and spending time on developing good job descriptions has many payoffs. This is your opportunity to connect with future candidates.
The job description forms the foundation for many important parts - it determines how critical the job is and how this job relates to other jobs. The description also affects the recruitment and selection process, as well as setting expectations, compensation, training and performance management.
A good job description should include the following sections:
1. Main responsibilities
A list of the most important and impactful responsibilities that comes with the job. These should be closely aligned with the job's goal.
A vivid descriptive text that explains the job in more detail. This section should both help the job holder understand their tasks a bit more in detail as well give an overall feeling of what the job requires.
3. Main tasks
Specific tasks that may not be covered in main responsibilities and explanations, but that the job holder may be responsible for.
The goals for the job.
The position of who the job holder will report to.
Now that you have made it this far, you should have the basics needed to find your next hire.
Wondering what to do next?
Continue laying out the groundwork and set your criteria.